The paper "Employee’ s Work-life Balance Confer Benefits to the Organization" is a perfect example of management coursework. Employees often experience challenges between work and personal life in the process of pursuing the quality of their lives. This means that for any organization to succeed in the achievement of its goals there must be a successful balancing work life and family life. Historically it was argued that the balance between work and life issues of an employee was considered as personal (Beauregard & Henry 2009, p. 13). As the needs of employees continued multiplying the management of different organizations decided to provide additional benefits to their employees as part of the motivational factors.
These benefits included the provision of on-site childcare services, maternity leave paid by the organization (Bird 2006, p. 23). The current environmental and value changes among employees have necessitated an increase in the need for work-life balance among employees and this has resulted in the provision of more support for the employees by the employers considering the underlying benefits (De Cieri et al 2005, p. 91). There is evidence among researchers that the development of a proper work-life balance aimed at creating and maintaining a supportive and healthy work environment is one way by which employees can have a balance between the workplace and personal responsibilities thereby strengthening employee loyalty and productivity (Greenhaus & Beutell 1985, p.
76). Of all the factors that influence the levels of productivity of any organization, longer hours of working will only be considered productive if there is a balance with their lives away from work. This paper will address the impact of work-life balance on organizational growth by addressing ways through which an organization can create a comfortable work-life environment, the essence of maintaining a healthy work-life among employees, the essence of such a relationship in improving employee productivity and loyalty and how the reorganization can ensure that the time spent at work ensures maximum output among employees. How organizations can create a balanced work-life environment Employers’ policies and practices of balancing work-life environment within organizations are often used as a means of attracting and retaining a high-quality workforce.
Work-life that an organization creates often comprise officially sanctioned practices of programs by an organization that are designed to assist employees with techniques on how the can assist employees with integration of the work that employees are paid to execute with other essential life roles such as education, family, leisure (Beauregard & Henry 2009, p.
15). Work-life policies, for instance, often include flexibility in timing and the amount of work that is to be accomplished. These are considered achievable when the policies focus on job sharing, telework and leave of absence (Bird 2006, p. 24). Other strategies that an organization can apply to ensure that it provides a perfect environment characterized by a balance in work-life is through direct provision of caregiving and health benefits.
Such policies will ensure comfort among employees considering that the organization will be providing all the necessary support to the children or the elderly and to extent domestic partners (Ryan & Kossek2009, p. 298). Through work-life policies, employers can ensure a balance by providing monetary and informational assistance for non-work responsibilities. These include the provision of vouchers to the employees or the provision of referral services (Premeaux et al 2007, p.